While conflict is part of any workplace, when supervisors fail to treat employees with dignity or show favoritism in hiring and promotion, workers often see themselves as victims of workplace injustice. A prompt response is management's best defense in these situations. Observing how employees interact is equally important in determining what types of practices a company should correct. Whatever approach prevails, workers must believe that a company hears their voices.

Employer Awareness

Knowing the relevant federal and state anti-discrimination lawsuits that apply to businesses is one of the most effective methods of addressing workplace injustice, as the Small Business Administration notes on its website. In general, employers are liable for protecting workforces from discrimination and recording their compliance. The Equal Employment Opportunity Commission also requires some employers to submit a race and gender breakdown of their employees. Fee-based training from the EEOC is available to help employers understand their obligations.

Group Dynamics

Employees questioning a company's decisions often group themselves along personal lines such as age, gender, seniority or education. This type of response is called a demographic fault line, "Business News Daily" reported in December 2010. Overlooking these alliances may create rifts between coworkers, and a dysfunctional environment that cannot be repaired easily. On the other hand, fault lines help members cope with their feelings and release tensions that would be directed against the company. Understanding how these group dynamics work can help employers minimize problems that reduce efficiency.

Hiring Practices

More companies are reviewing their hiring practices, providing another good opportunity to reduce or eliminate workplace injustice. Organizations hinder their effectiveness by rejecting candidates for promotion due to personal characteristics or fostering a culture that humiliates them, "Diversity Executive" magazine reported in November 2008. Businesses can show commitment to reversing these trends by naming chief diversity officers or diversity councils. Having the CDO and his council members report to the CEO, instead of the human resources department, sends a strong message that unfairness will not be tolerated.

Managerial Responses

Employers cannot head off every injustice before it occurs, but prompt action and thorough investigation of claims goes a long way toward restoring employee morale. One of the main reasons that employees file complaints is because they feel their original allegations were not taken seriously, according to "Diversity News." Confidential interviews with claimants show that management is listening and will protect them against retaliation. Once the truth is established, management must move swiftly against the offender. Any punishments should fit established written policies.

About the Author

Ralph Heibutzki's articles have appeared in the "All Music Guide," "Goldmine," "Guitar Player" and "Vintage Guitar." He is also the author of "Unfinished Business: The Life & Times Of Danny Gatton," and holds a journalism degree from Michigan State University.